Religion and belief equality and the Metropolitan Police Service

Report: 06
Date: 19 May 2005
By: Commissioner

Summary

This report outlines the Metropolitan Police Service (MPS) service delivery and policy and strategy towards religion and belief equality.

A. Recommendations

That

1. Members note the contents of this report.

B. Supporting information

How does religion sit within the MPS Diversity Strategy?

1. Religion and belief form a key element of the MPS Diversity Strategy and have dedicated staff attached to the Faith Strand within the Diversity Directorate’s Diversity Central Team (DCT). The diversity strategy works towards the MPS objectives of making London the safest capital city. As the largest employer in London the MPS also aims to provide a working environment where all staff are treated with respect and where possible, make adjustments to enable staff, which observe a religious belief to practice that belief.

What does the organisation define as a religious group? Who does this include? Does this exclude anyone/group?

2. There is no definition within existing legislation as to what constitutes a faith or religion. The only guidance available is that a ‘belief’ does not constitute a political belief and ‘no belief’ is a valid belief. As such the MPS accepts that a person’s religion or faith is self-defined, and is changeable, provided it is not a political belief.

What monitoring does the organisation collect according to religion?

3. In terms of faith monitoring, sensitivity is required in respect of collecting such information. This has been part of a 12-month consultation period under the Faithful Strategy, joint work between DCT and Human Resources (HR) department (See Appendix 1). Until such time as the consultation is complete measurements and evaluation are not possible. A census of faiths is planned for July 2005 using the MetHR system. The initial recruitment form requires applicants to state their faith. An MPS wide census of faith within the service is planned for July 2005, using the MetHR system.

What information does the organisation use to measure or evaluate?

4. Measurement and evaluation systems will be compiled following the findings of the census consultation process.

What commitments does the organisation make to religion and non-religion equality?

5. The MPS’s commitment to religion and non-religion equality is evident in the MPS’s commitment to its equal opportunities policy (See Appendix 2).

6. In line with recommendations from the Lawrence enquiry, the MPS is committed to increasing the confidence in police from parts of society that have previously felt ignored or marginalised by the police. The MPS’s recognition and interaction with faith communities is part of this ongoing process. This, in effect, means that faith crimes, as all investigations should be, are dealt with according to the needs of the particular victim.

What objectives does the organisation have on promoting religion and non-religion equality?

7. The MPS’s main objectives for promoting religious and non-religious equality is via the MPS policing plan (see Appendix 3 ( but also via the Faith Strand Business Plan developed within Diversity Directorate’s Diversity Central Team.

8. Please note the MPS Equal Opportunities statement. (Appendix 2)

How does the organisation ensure it is meeting those objectives-how does the organisation seek to measure its progress?

9. The DCT Business plans have measurable key performance indicators, seven of which are specifically related to faith issues. They are linked directly to the strategic aims of making London safer, developing interventions that support retention and progression of underrepresented staff, the investigation of crime and the promotion of Diversity and informing and influencing diversity across MPS and national boundaries.

10. The performance indicators include development of BOCU faith liaison officers and improving partnership with external faith groups and communities; supporting the delivery of the organisational census and ensuring the capture of religious and faith issues; continuing to support the established faith forums and maintaining the flow of intelligence to the appropriate police agencies; raising awareness and improving staff and officers religious and dietary requirements in respect of operational feeding; building strategic links with the Christian community to deliver operational policing and supporting work emanating from the language report conducted by MPS Independent Consultancy Group. Through monitoring the business plan and performance indicators, managers will be able to identify the progress of units against their performance against the areas of work identified.

Operational practice

How does the MPS meet the need of people with different religious needs and of those with no religion?

11. The Faith strand of the Diversity Central Team has three dedicated members of staff working on internal and external issues. They consult widely with community members and clergy from numerous faith communities. Again, the purpose of community engagement and attention to faith issues reflects current world and national faith issues to ensure a level of service that is appropriate to victims needs and promote equality of opportunity within the MPS. This is conducted through the regular, positive ongoing faith forums that are held centrally with members of the Diversity Central Team with community groups such as Hindu Forum, CST and Muslim Safety Forum.

12. Consideration is being given at this stage to the implementation of a faith forum. The plans anticipate a group of independent advisors with an interest in faith issues that will be able to assist in external and internal faith issues effecting MPS. They will scrutinise these matters and report back to the main IAG.

13. Within the MPS, the DCT proactively works towards maximising the opportunities to support the retention and progression of MPS staff from under-represented groups. The DCT (originally through DOIT) has developed close strategic links with the HR directorate in support of work in the area of faith.

Specific collaboration has included work on the recent MPS Staff Exit Pilot process. In supporting the pilot the DCT ensured that faith data was for the first time captured and used.

Data captured in the area of faith was done so via ‘free text’. Whilst it is acknowledged that the MPS continues to develop suitable criteria and base data on which to measure, the use of ‘free text’ classification has nevertheless enabled the MPS to gather and analyse this data that previously was unavailable.

How does the organisation respond to people’s different needs in any policing situation, including;

• Reporting crime

14. Reported hate crimes are ‘flagged’ accordingly, meeting criteria set down in the Hate Crime Policy. The allegations can be ‘flagged’ as being motivated by hate/faith elements by an officer, a victim or a third party. Such flagged crimes are then investigated usually by the Borough Operational Command Unit (BOCU) Community Safety Units (CSU) with more serious allegations receiving the attention of either BOCU CID, crime tasking units or, if necessary, specialist squads.

15. Further opportunities to support victims continue to be developed with self-reporting packs being used to enhance and promote the reporting of faith related crime, an area which is believed to be currently under reported. The Diversity Directorate (DCC4) has developed, with National Communities Tension Team (NCTT), a self-reporting pack for people of Muslim faith. This is supplemented by local external community agencies setting up internet links for the reporting of incidents. ‘True Vision’ reporting packs, which are rapidly becoming a National policing self report tool and recently sponsored by MPS, further supports this work. The packs can also accommodate inserts with a multiple race and faith focus.

16. Local, BOCU based third party reporting systems provides a further option for the gathering of information about incidents and possible offences within faith communities.

• Services provided at a police station

17. The MPS is bound by European Union religion and belief regulations and as such internal policy and procedures are designed accommodate for the needs of diverse staff. All new MPS guidelines and standard operating procedures are scrutinised for their potential impact on faith communities, both internally and externally. Community Race Relation training, incorporating faith awareness, continues to be delivered to all MPS staff, including station reception officers and police community support officers (PCSOs).

• Custody

18. Custody officers are obliged to carry out all risk assessments on each prisoner. When dealing with prisoners who either express or appear to have a faith background, officers are mindful of the need to retain and handle cultural and religious artefacts in a respectful manner, and to try to accommodate religious observance if possible. There are an increasing number of custody areas that provide holy books for prisoners on request or can obtain access to such through local faith contacts.

19. Dietary requirements are also catered for, with catering branch having instructions and the capability to provide meals in a manner that recognises Hindu, Jewish Kosher, Sikh and Muslim dietary laws. In some areas, there is contact with external agencies that can provide specially prepared meals, such as Welfare for Jewish Prisoners. These contacts are generally established at a local Borough level.

• Public order situations

20. DCC4 regularly provides advice to Public Order Branch on a variety of diversity issues for public order events including faith. Guidance is regularly given for public order incidents for both one off or annual religious festivals and processions at which an MPS public order response is required. In terms of public order, diversity is embedded into operational planning within the role of Bronze Community at Gold strategy groups. These will take place usually prior to pre-planned policing operations or in response to critical incidents. During such incidents, the Gold commander, the officer in overall charge of the response, should be from a location other than where the event is to be held, in order to allow the local Borough commander to be able to deal with community liaison issues. This local officer, most often of Chief Inspector ranks, is designated ‘Bronze Community’, and is the bridge between the Gold commander and the community.

21. This essentially means that a senior officer is available during public order events to consider community liaison issues. Conducting community impact assessments prior to such pre-planned activity provides officers with an opportunity to consider wider community effects at public order events. DCC4 is available to provide their strategic view and are able to offer community contacts to assist in this process.

22. A three-way communication protocol exists in respect of community intelligence received through DCC4, MPS Public Order Branch and BOCUs, whereby community tensions and/or concerns can be identified in advance. Advice is provided to Boroughs upon visiting places of worship, contacting community representatives and initiating pro-active interventions. Boroughs provide a weekly community impact assessment, following the established MPS community impact model.

• Searches
• Street based

23. Stop and search guidance and operating procedures have been updated to include reference to the MPS’s observance of the Race Relations Amendment Act, making it unlawful for officers to use this power in a discriminatory way. The policy highlights the requirement to avoid aggression and to use the powers in a way that will have a positive impact on communities. Some communities remain concerned on the disproportionate use of these powers against their community. This is highlighted in greater detail below.

• With dogs

24. The Muslim Community has highlighted this, particularly during Hajj. Briefing papers have been prepared and distributed on Hajj travel and advice given to officers at Heathrow and London City airports regarding the use of dogs for security screening purposes. Training in this area has been provided by Special Branch’s (SB) Muslim Contact Unit, who brief officers who undertake ports activity.

25. The Muslim Contact Unit is a unit within Special Branch that builds and maintains partnerships with Muslim community leaders and representatives, who are equipped and situated to counter the threat of terrorist and extremist propaganda. As such they are engaged in a productive and challenging reciprocal relationship in London and countrywide.

Crime investigation

26. Faith hate crime is investigated by Community Safety Units (CSUs) at a local level. The investigative focus for these crimes is the responsibility of Territorial Policing (TP). The CSUs have responsibility to investigate religiously motivated crime, defined as ‘any incident perceived to be religiously motivated by the victim or any other person’.

Hate crime – how is religiously motivated crime recorded, analysed and responded to?

27. The Association of Chief Police Officers (ACPO) Hate Crime Manual was updated and published in March 2005. This contains information on the recording and investigation of crime and updates the corporate standards for the investigation of hate crimes. Advice is also available through the London Homicide Manual, which contains details of implementing community impact assessments. Further standard operating procedures exist on policing activity on religious premises, which have been published by DCC4 and National Community Tensions Team (NCTT).

28. All hate crime is monitored by an intelligence cell that works from within the Racial and Violent Crime Task Force, a unit now within Territorial Policing. This unit maintains a comparison with current statistics against any figures from the previous year to thereby identify any trends that may or may not be apparent. This unit is also responsible for the monitoring of extremist groups, right wing and religiously aligned groups. Intelligence is then disseminated to BOCUs or specialist units for a Special Branch response if appropriate.

29. Reported crimes and incidents are ‘flagged’ accordingly when Computer Aided Despatch (CAD) messages or Crime Report Information System (CRIS) reports are created. Appropriately flagged crimes are investigated by CSU. Officers in these units receive training in the investigation of hate crime offences. All reported crimes are monitored by Borough Crime Management Units, who ensure that reports requiring further investigation are dealt with by the appropriate investigative unit. All crime reports are statistically researched for national comparison.

• Safer Neighbourhood Team policing

30. Territorial Policing has established a link to faith communities through the Safer Neighbourhoods Partnership Unit. Following their conference held in September 2004, a contact list of partner faith organisations was created that currently has 150 members shown. A working party was then also created to meet on a regular basis, to discuss community impact issues with key faith representatives. Work from this group is ongoing.

How does the MPS ensure that women of different religions, disabled people of different religions, black and minority ethnic people of different religions, lesbian, gay, bisexual and transgender people of different religions and younger and older people of different religions experience no differentials in experience of MPS services?

31. A person’s religion or belief can be an intricate part of their personality and background. It forms their opinion and their personalities. This may also be shaped by their race, age, gender, sexual orientation and disability. As such, the MPS attempts to provide appropriate services according to the individual needs. The MPS attempts to do this through positive interventions such as the adapting of uniform for individual’s religious requirements and the ability to ‘multi flag’ a crime report so the investigating officers have an opportunity to consider the victims individual needs.

32. A key challenge for the MPS at present is to have ‘diverse’ representation through all the community groups that it works with. Examples that exemplify the breath of community contacts and engagement and the challenges that the MPS face in terms of effectively supporting faith groups is shown through contacts with such organisations as Gay and Lesbian Christians and the NAZ project. The latter group work with HIV infected people from Asian and African communities.

What training do police officers and police staff receive to support their ability to deliver services appropriately?

33. The MPA received a report on diversity training from the Diversity Training and Development Unit on 10 January 2005, following MPS completion of Community Race Relations training programme. It should be borne in mind, however, that approved diversity training, as opposed to informal borough training, is currently delivered to new police officers at Hendon, and to a lesser degree to PCSO's, C3i communication staff at Marlowe House and the Specialist Crime Directorate (SCD). Local borough training has led to the inclusion of community representatives to augment specific community issues affecting particular police areas. This includes visits to local religious facilities and places of worship to familiarise officers to these environments.

What are the key challenges for the Service in promoting religious equality and ensuring there are no differentials in experience according to religion?

34. Like any other agency, which is a learning organisation, the issues that involve policing internal and external faith communities are complex. The sheer number of faith denominations makes it impractical to consult with everyone upon everything. Through liaison with internal and external partners, every effort is made to ensure an adequate delivery of police services are available to all religious groups and communities.

Community engagement

How does the MPS engage with religious and faith communities?

35. Community engagement has been established on number of levels:

• Strategic relationships;- The responsibility for developing external relationships with religious and faith communities at a pan London level rests with Diversity Directorate’s Diversity Central Team, acting as facilitators and consultants with various faith communities.
• Borough level – Community engagement at a borough level is the responsibility of the Borough Commander, managed within the local Crime and Disorder Strategy. Further community involvement is supported via local Independent Advisory Groups and Police Community Consultative Groups, many of which have faith representatives within their membership, as well as a Borough Community Liaison Officer. Operational level, through Safer Neighbourhood Teams, boroughs such as Enfield, Kingston and, shortly, Tower Hamlets, employing designated constables as full time Faith Community Liaison Officers, to relieve some of the burden on Borough Liaison Officers. This is a new area and is currently being researched by the MPS Internal Consultancy Group as well as forming part of the DCT Faith Business Plan. The intention is to review the current work undertaken by liaison officers, and then develop a training package for the role.
• MPS Staff Associations exist as a support network for internal representation within the Service. Some of these are based along faith lines, available to support officers and staff as well as being available for consultation on internal and external issues. The staff associations meet under the umbrella of SAMURAI (Staff Associations Meeting Up Regularly And Interactions) and meet with senior HR officers to discuss concerns that arise from the memberships of the associations.

Which religious communities is the MPS building relationships with?

36. All the above activities aim to build bridges and recognise religious communities, wishing to raise their concerns with the MPS. This does not happen in equal measure with each faith group across the MPS as the response is dependent on population and policing issues that affect different communities.

37. It is impracticable to list all the various denominations of faith communities with which we engage on a daily basis. The Faith strand of DCT maintains links with all of the major faith communities and meet regularly with Christian, Jewish, Muslim, Sikh and Hindu community representatives.

Which religious communities does the MPS not have relationships with?

38. It is recognised that some groups, bodies of belief, do not necessarily wish to engage with the police, for whatever reason. These groups may include some Jehovah’s Witnesses and also ‘newer’ religions, such as Bahai. However, the policy is that an open door exists and the MPS welcomes opportunities to respond to policing concern from any sector of the community.

Does the MPS engage with faith communities evenly across all boroughs?

39. Borough commanders police with a certain degree of autonomy, accountable to their policing consultative groups, senior officers and, according to the diverse needs of their community. Engagement is not recorded or monitored centrally. The diversity strategies for each BOCU, which include faith communities, are published on the MPS internet site.

What community engagement with faith communities do Specialist Operations, Central Operation, Specialist Crime Directorate and Territorial Policing Headquarters undertake?

40. Central Departments are mindful of community engagement issues and have been using them to assist in policing matters. Operation Trident, (SCD8) has used black majority churches to launch the Street Pastors initiative. The Anti-Terrorist Branch (SO13), have used community advisors during high profile arrest phases of operations involving Muslim suspects and refer matters to the Muslim Safety Forum for consultation. This particular body was established just prior to September 11, 2001, by Assistant Commissioner Specialist Operations to ensure the concerns of the Muslim community received appropriate information on policing matters affecting their community. This is not to say that this relationship has been simple. Recently, disagreements about particular policing responses to high profile cases has led to a temporary cessation of the regular meetings. The MCU have been involved in negotiations with MSF, as have senior officers in the MPS. However, DCT has maintained it’s contact with agencies represented within the MSF, and these contacts remain available for consultation and the passage of information. In major enquiries that are likely to have an impact on faith communities, engagement will take place and advice sought. The principles of community impact are filtering through many departments within the MPS and as such, concern for diverse communities is being reflected in operational policing through the use of Community Impact Assessments.

From this work, what are London’s faith communities key concerns?

41. There are a number of areas of concern that have resonance with many communities that the DCT engages with. The main ones at present can be summarised as follows:

42. Stop and Search disproportionality; – Discussions and risk assessments have been carried out with NCTT consultation with DCC4, on faith monitoring during stops. The Stop and Search scrutiny panel are reviewing risk assessments and consulting with their membership to determine the best approach to adopt. The practice of faith monitoring is somewhat controversial, being welcomed by Muslims and Sikhs, but with some opposition by Jews and Christians.

43. Security and Terrorism; this is a concern on two levels. Firstly, improved security for places of worship. Some religious groups are concerned about the targeting of their faith premises. These include cemeteries, where they have been reports of damage caused to graves and desecration. Such incidents have led to the successful prosecution offenders arrested for offences. Locally, BOCU’s ensure there are officers patrolling to disrupt any potential for disorder that may exist close to places of worship, particularly at times of religious significance such as festivals and Holy days. Secondly, and quite closely linked to the above, is the effect of proactive operations on the wider community. DCT has worked with SO13 and other units on operations likely to impact on the wider community. Community impact assessments are now a standard part of the planning process of police activity. The DCT coordinates with Department of Public Affairs to ensure the correct media messages are delivered and received.

44. Media representation, some communities feel they are negatively portrayed and misrepresented by the media. This is keenly felt by Muslims, especially with high profile cases and arrests related to terrorist activities. The MPS has moved to subdue over-reporting by trying to ensure editors do not label crimes as Islamic in nature, and by advocating the fact the majority of the Muslim community are law abiding. However, other recent issues, such as ‘Behtzi’, the play that depicted a rape taking place in a Gurdwara, and the BBC’s controversial screening of ‘Jerry Springer, The Opera’ were the subject of wide spread media coverage despite the play and the broadcast being seen as extremely offensive to Sikh, Christian and Muslim groups.

How is the organisation responding to these?

45. Through the established faith forums we liaise with community representatives and disseminate their concerns to other internal police partner agencies.

Employment practice

What data does the MPS collect on police staff and officers according to religion? What categories are used?

46. As previously mentioned, full monitoring of the religious and faith make up of the workforce is not yet in place. Recording facilities exist within the MetHR personnel record system and it is now necessary to seek to collect this information from all officers and police staff. Plans for this are being devised in consultation with the staff support associations and others. It will be based on voluntary self-declaration. Sensitivity and confidentiality in managing this personal information is recognised and this needs to be fully satisfied for all data collection, recording and access process. Access to any such recorded information also needs to be managed carefully.

47. Religion/faith personal data is already recorded for 40% of officers and police staff against 52 categories. This data was either migrated from previous personnel record systems or has been recorded for new officers and police staff recruited more recently. Full details of the categories are not available at present. Also, some officers and staff have added a religion/faith declaration to their personnel record, during personal data audit exercises.

48. In expanding the data collection of religion/faith to include as much of the workforce as possible, the current intention is to use a reduced number of broader categories in the first instance, and expand these to accommodate particular additional categories including denominations within the main religions, as indicated by staff. In this way, the categories used will remain pertinent to the MPS.

49. The initial categories will follow those used in the 2001 National Census and are currently being used within the National Recruitment Standards process, namely:

• Buddhist
• Christian
• Hindu
• Jewish
• Muslim
• Sikh
• None
• Other
• Prefer not to say.

What facilities does the MPS provide officers and staff according to the range of religions?

50. The MPS undertook a position of inclusiveness towards the cultural and religious needs of staff and the wider community even prior to the introduction of the Equality Regulations on Religion and Belief in 2003. This position over time has manifested itself in better understanding of religious and belief issues for staff and the interventions that continue to evolve.

51. The current MPS Equality Policy gives all the legislated areas of diversity equal weighting. This relates to each of the separate pieces of anti-discrimination legislation that has come into being over the years with preparation being made now for the last of the six, age, which will come into effect in 2006. For matters concerning religion and belief, the policy extends further than current legislation with the promotion of good relations between people on the grounds of religion or belief. This provision features in all employment policies for police officers and police staff.

52. Examples of the facilities provided in relation to religion and belief include:

53. Access to a range of flexible working alternatives through the Flexible Working Policy, for staff to negotiate a suitable working pattern that best balance their personal and working commitments, including, religious and belief events and ceremonies.

54. Access to training courses through the terms of flexible training guidelines within the Management of Training policy, enhanced by adjusting the delivery schedule of courses to accommodate religious observance (e.g. breaking a three week course into three separate weeks to allow attendance and observance at cultural or religious events), and adjusting the times of examinations similarly.

55. Provision in Police Regulations for police officers to voluntarily elect to work a Bank Holiday without enhanced payment and instead being compensated by another day off in lieu, which would be treated as their public holiday. This can be used on the grounds of religion or belief.

56. Whilst not expressed within policy for police staff, the usual practice is to accommodate similar requests for police staff in respect of flexibility of privilege days.

57. Particular dietary provision by the MPS Catering Service to meet the requirements of individual staff’s religious needs. This includes provision of specialised diets at normal places of work and during operational feeding.

58. The provision of multi-faith prayer facilities within many BOCU’s and HQ buildings, which individuals may use for prayer or contemplation. Some of these facilities are under review to establish where improvements could be made to better meet staff needs. Multi-faith prayer facilities are built into the plans for new and ameliorated buildings. A multi-faith prayer room has been provided at the newly occupied Empress State Building and one will be provided at the C3i building at Hendon, due for completion in 2005. A Muslim prayer room is available at NSY, but there is no multi faith facility. However, NSY has accommodated communion services, but this has been on an ad-hoc basis, with no specific space available. Consultation is taking place around the possibility of establishing a multi-faith venue at NSY. There is a description of the work undertaken by MPS chaplains at Appendix 4.

59. With the introduction of the legislative European Union Regulations in December 2003, relating to sexual orientation and religion and belief, both aspects were given equal prominence when being promoted within the MPS. Information relating to the Regulations and their likely impact were published on the MPS Intranet prior to, and at the time the legislation came into force. A formal instructional notice was published.

60. Workshops were held to promulgate the regulations. These were targeted at line managers for their information and for cascading to staff. The aim was to raise the awareness levels around the legislative implications surrounding religion and belief and some of the related issues, including sexual orientation.

61. Since December 2003, MPS corporate policies have been reviewed and assessed for their diversity impact on groups including those with particular beliefs or religious needs. The process for the development of these policies requires that the religion based (and other) Staff Associations are properly consulted and engaged; the consultation held regarding the Dress Code policy, being a pertinent example. A number of provisions exists, within the Dress Code, specifically included to aid staff observe their religious requirements; such as alternative headwear including the hijab in place of the service issue bowler hat for female officers and the wearing of items of religious significance.

62. Once the Policy Clearing House has assured a policy is ‘fit for purpose’, it is submitted to Metropolitan Police Human Resources Board for approval and released for subsequent publication. The responsible unit will fulfil an undertaking to review their policy at appropriate forward dates and make necessary amendments to reflect any legislative changes.

63. The Positive Action Central Team (PACT) regularly participates in religious celebrations such as Vaisakhi, Diwali and Ramadan on behalf of the Service. In late 2004, PACT organised a Faith Intromet Event at which several MPS units and departments participated. Invitations were distributed through religious media sources, with a range of religious community members, groups and agencies.

What work has the MPS undertaken following the advent of the European Equality Regulations (Religion and Belief) 2003 to promote awareness of the legislation and peoples freedom from discrimination?

64. Research continues within the HR Directorate, aimed at identifying remaining barriers to staff inclusivity to improve working conditions that eliminate discrimination on grounds of religion or belief. This work will look at identifying policies and Police Regulations for areas of improvement and develop facilities for those who wish to follow religious observances. The research will also look at the flexibility within our annual, bank holiday and privilege day leave arrangements. It is expected that the initial findings will be available in Summer 2005, with a work programme continuing thereafter.

How are police officers and staff with no religion listened to/needs met?

65. DCC4’s concern is with established community groups who feel, for varying reasons, that the level of service they receive from the police is different. The MPS has recognised that those who prescribe to having a faith or belief, have experienced difficulty in accessing police services. It is with this in mind that strategic relationships are established with representatives of the main faith bodies. However, the needs of the victim, whether religious, or non-religious are paramount.

C. Race and equality impact

This report relates to ongoing and planned community engagement with religious and faith groups across the MPS area. The issues it addresses will have a significant impact across racial and religiously diverse groups and upon their relationship with the MPS.

D. Financial implications

There are no financial implications as the work undertaken in the remit of this report is part of MPS core business and is ongoing.

E. Background papers

None

F. Contact details

Report author: Darren Bird, Deputy Commissioner’s Command (DCC 4), MPS.

For more information contact:

MPA general: 020 7202 0202
Media enquiries: 020 7202 0217/18

Appendix 1

Faithful – consultation on faiths and beliefs in the MPS

The Development and Organisation Improvement Team ('DOIT') initiated a scooping exercise with a view to producing a wider ‘Faithful strategy’.

Initial work invited MPS police officers and police staff to participate in a series of consultative meetings to progress the Diversity theme Faithful, which addresses the faiths and belief systems of employees within the MPS.

The aim of this initiative is to raise awareness, enhance understanding and identify further work in support of this area.

Faithful was established due to the implementation of The Employment Equality (Religion or Belief and Sexual Orientation) Regulations will come into force on 2 December 2003. The MPS Equal Opportunities policy is currently being reviewed and will be reissued, together with Manager's Guidance, to take account of the new regulations.

Appendix 2

MPS Equal Opportunities Strategy

The Metropolitan Police Service seeks to employ a workforce which reflects the diversity of background and culture within which we operate and to provide a working environment free from any form of harassment, intimidation, victimisation or unjustifiable discrimination.
We shall treat individuals openly and fairly with dignity and respect. We shall value their contribution towards providing a quality service to the people of London.

All members of the Service will demonstrate their commitment to these principles and will challenge behaviour which is unacceptable, in particular on the grounds of nationality, gender, race, colour, ethnic or national origin, disability, sexual orientation or marital status.

We shall ensure that our policies and procedures reflect these principles.
Officers are also mindful of the fact that they are guided by the principles laid down by Human Rights Act and Race Relations Amendment Act.

Religious expression is enshrined in the Human Rights Act under Article 9; Freedom of Thought, Conscience and Religion.

Appendix 3

Extract from MPS Policing and Performance Plan 2005/6

There are three cross cutting priorities. Each should be an integral part of the
Corporate delivery plans. These are strategic programmes, which are under
development as part of the 3-year corporate strategy. They have been shown
below with their desired outcomes:

Diversity

• An organisation that bases all its activity on the belief that sustainable
  operational success is only achievable by responding effectively to the
  differences in the communities and individuals we serve
• An organisation that “looks like London” and that maximises the talent and
  experience of all its staff
• An organisation that has the trust and confidence of all its stakeholders

Appendix 4

Chaplaincy

One of the MPS’s longest faith based relationships is within the established Christian Church. This is best defined through the pastoral work undertaken by MPS chaplains.

At present, there are 63 chaplains, from all sectors of Christianity representing serving police officers and police staff, police families and widows and orphans.

Chaplains are available when officers are ill, injured or killed, when officers are coping with problems. Their services are confidential, the role being supportive and pastoral, and available to all staff of the MPS regardless of their religious background or lack of it.

Chaplains are used in 24 MPS BOCU’s. The MPS senior chaplain maintains strategic links with DCC4, being mindful of the multi-cultural dimension of modern policing, HR directorate, to be updated on changes within MPS policy and objectives, and maintains a close association with police staff associations, and Trade Unions.

Chaplains assist in the arrangements for appropriate Service funerals, and will aid, as and when required, in the arranging of special services such as memorial or Christmas services.

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